All of the three major theories of the firm, i.e., the transaction cost theory, knowledge-based theory and the entrepreneurship theory, offer some insightful analyses of the nature of the firm. However, they all have limitations and weaknesses in answering the fundamental question of the existence of the firm. In addition, they are all partial due to their particular focus on the multifaceted phenomenon of the firm. We argue that it is necessary and sufficient to develop a comprehensive yet integrative theory of the firm that combines the three competing yet complementary logics. Toward this end, we propose an aspirational community theory of the firm (ACT) as a candidate theory by conceptualizing the firm as an aspirational community, the core of which is a group of like-minded people sharing similar or same aspiration/vision. To explain the existence of the firm, we make a distinction between contractual labor and aspirational labor, the former being defined as services provided by a laborer in fulfillment of a contract while the latter as services provided by a laborer in pursuit of an aspiration; and argue that firms exist because while the market may be effective and efficient for allocating contractual labor it is less effective and efficient than the firms for allocating aspirational labor.

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All of the three major theories of the firm, i.e., the transaction cost theory, knowledge-based theory and the entrepreneurship theory, offer some insightful analyses of the nature of the firm. However, they all have limitations and weaknesses in answering the fundamental question of the existence of the firm. In addition, they are all partial due to their particular focus on the multifaceted phenomenon of the firm. We argue that it is necessary and sufficient to develop a comprehensive yet integrative theory of the firm that combines the three competing yet complementary logics. Toward this end, we propose an aspirational community theory of the firm (ACT) as a candidate theory by conceptualizing the firm as an aspirational community, the core of which is a group of like-minded people sharing similar or same aspiration/vision. To explain the comparative advantage of the firm vis-à-vis market, we make a distinction between contractual labor and aspirational labor, the former being defined as services provided by a laborer in fulfillment of a contract while the latter as services provided by a laborer in pursuit of an aspiration; and argue that firms exist because while the market may be effective and efficient for allocating contractual labor it is less effective and efficient than the firms for allocating aspirational labor.

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With China’s rapid economic progress and steady increase in its international
influence, China has gradually embarked on the soft power idea and has made
developing its soft power as its national strategy. We argue that China’s soft
power strategy is in accordance to Chinese Confucian culture and political value
and fits well with its grand strategy of peaceful rise. Based on existing
conceptualizations of soft power, we expanded the sources of soft power to six
pillars: cultural attractiveness, political values, development model, international
institutions, international image, and economic temptation. We also identified
three channels for wielding soft power: formal, economic, and cultural
diplomacies. Putting all the basics together, we present an integrative model of
soft power. Accordingly, we analyze the sources and limits of China’s soft
power and suggest how to improve it.

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(1) The essence of Yin-Yang is that yin and yang are contrary yet
complementary.
阴阳的本质是阴阳是相生相克的关系。
(2) This contrary yet complementary relationship can be described by three
characteristics of Yin-Yang: nonexclusivability, transformability, and
coopetitionability. Nonexclusivability means that anything contains yin
and yang elements and neither yin nor yang elements can be excluded
because within both elements there is a seed of the opposite element.
Due to the existence of a seed of the opposite element, the yin and yang
elements can be mutually transformed when the opposite seed grow to a
certain size. Due to this possible growth of the inside opposite element,
the relationship between yin and yang and their inside opposite element
is one of competition and cooperation, i.e. coopetition. When the
configuration ratio of an element’s opposite seed is within the range of
1% to 25%1, their relationship is more co-operative than competitive, and therefore there is more synergy than tradeoff between them. The closer
the ratio is to 25%, the stronger the synergy. When the ratio is within the
range of 25% to 49%, their relationship is more competitive than
cooperative, and therefore there is more tradeoff than synergy between
them. The closer the ratio is to 49%, the stronger the tradeoff.
阴阳的相生相克关系可以描述为三个特性：不可排除性、相互转化性、竞
争合作性。不可排除性是指任何事物都包含阴阳两个对立元素，二者之任
何一个均不可能被排除在我，这是因为在阴或阳元素内部天然的包含着对
立元素的种子。正是因为这个种子的天然存在，阴和阳元素可以互相转
化，这种转化发生在对立元素种子成长到一定程度的时候。正是由于这种
对立元素的成长可能性，阴或阳元素和它内部的对立元素之间的关系是既
竞争又合作的。当内部的对立元素占总体元素的力量比例在1%到25%之
间时，两者的关系是合作多于竞争，越靠近25%这个点，这种合作的协同
效果也强烈。当这个搭配比例处于25%到49%之间时，它们的关系将是
竞争多于合作，也就是他们更多互相排斥而非互相促进。当这个比例越靠
近49%，这种排斥效应越强烈。

The organizational capacity to cope with unexpected changes remains a fundamental challenge in strategy as global competition and technological innovation increase environmental uncertainty. Whereas conventional strategy-making often is conceived as a sequential linear process, we see it as a non-linear interaction between top-down and bottom-up mechanisms dealing with multiple actions taken throughout the organization over time. It is driven by intension but with a flexible balance between centralized (planned) and decentralized (spontaneous) activities where strategy formulation and implementation interact. We adopt the frame of complementary Yin-Yang elements and Zhong Yong balance to explain the time bound interaction between these opposing yet complementary strategy-making mechanisms where tradeoffs and synergies are balanced across hierarchical levels. The model outlines how the interaction between top-down and bottom-up mechanisms shape sustainable strategic responses.

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This paper describes the current state of the management academia as a naked
carnival, namely, most of the management researches have no such a clothes called
practical relevance. It is intended to provide an explanation why management
research has become irrelevant to the real management practice. It argues there are
three factors behind the irrelevance problem: first, the ‘scientific model’ of
management studies generates an initial and internal force which pushes the
management research away from practice management studies supposed to serve;
second, paradigm maintenance effort of the mainstream management scholars
prevents the irrelevant management academia moving back towards management
practice; third, the surrounding environment provides the management academia
anything but a strong counter force to change the irrelevance reality. This paper also
argues any solutions under the ‘scientific model’ are doomed to failure; and the only
way out is to completely abandon the ‘scientific model’ and adopt a ‘professional
model’ of management studies. Unfortunately, this paper argues such a radical
change from within is highly unlikely to happen.

The organizational capacity to cope with unexpected changes remains a fundamental challenge in strategy as global competition and technological innovation increase environmental uncertainty. Conventional strategy-making is often conceived as a sequential linear process where we see it as a non-linear interaction between top-down and bottom-up mechanisms dealing with multiple actions taken throughout the organization over time. It is driven by intension but with a flexible balance between centralized (planned) and decentralized (spontaneous) activities. We adopt the principles of complementary Yin-Yang elements and Zhong Yong balance to explain the time bound interaction between these opposing yet complementary strategy-making mechanisms where tradeoffs and synergies are balanced across hierarchical levels.

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This paper is intended to propose a relationship-based theory of the firm (R’BT), an
alternative to the transaction cost theory. The R’BT takes relationship disharmony
(rather than transaction costs) as its basic unit of analysis of the nature of the firm, and
argues relationship disharmony derives from conflict of interests, a problem faced by
any human organizations; to reduce the conflict of interests, the best way is to
harmonize relationships by mutually accommodating or internalizing the other party’s
interests into its own consideration; the degree of harmony or disharmony in the
relationships will in turn determine the performance of the organization in question.
This paper provides a completely different explanation from the transaction cost
economics when addressing issues such like the existence, boundary and internal
organization of the firm. Also discussed are its implications for organizational
management and economy.

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In a recent article in European Management Review, Pitelis and Teece (2009) argue that extant explanations of the nature and scope of firms, such as transaction costs, property rights, metering team production, and resource-based, can be integrated into a more general (capability-based) theory of the firm. Despite acknowledging their account offers new insights on the issue, I am critical of their claim that the (dynamic) capability-based perspective can integrate the existing theories, which they in fact have failed to substantiate for three reasons. Firstly, they downplay the role of opportunism and simply categorize it as a kind of market failure, which they suspect its explanatory power. Secondly, their account is entrepreneur-centric, ignoring the role of employees in the formation of the firm, a problem they see in the transaction cost theory but nevertheless fail to address themselves. Thirdly, their critique of the market-failure-based explanation is problematic. I briefly introduce my own relationship-based theory as an alternative integration of the existing theories.

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This paper presents a critique of Freek Vermeulen’s synthesis of rigor and relevance in
management research, and argues (1) at the first glance, Vermeulen’s papers are very
appealing; (2) but with a closer scrutiny, we can unveil the weak and shaky
foundations of his argument; (3) as a consequence, his solution of ‘adding a second
loop’ to make management research meet dual needs of rigor and relevance is illusory
and merely an applied science fiction; (4) and finally, there are two real contributions
of his papers to the irrelevance debate, but they are not like what we might have
thought.

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We argue, due to the conspicuous failure of Washington Consensus-guided
reforms in most part of the developing world in 1990s and the outbreak of the
current global financial crisis, Washington Consensus, as a general term of the
neoliberal free market economic thinking, has been withering. In the meantime,
Chinese economic model has gain wide recognition and praise worldwide.
Joshua C. Ramo coined the term of Beijing Consensus as an alternative
approach to economic development for developing nations. There has been hot
debate on the notion of Beijing Consensus. We argue even though there are
some problems in Ramo’s original definition of Beijing Consensus, we should
not reject this notion altogether. Instead, we should try to come up with better
conceptualizations of this term. In this paper, we sum up ten general principles
of the Chinese development model as our new definition of the Beijing
Consensus.

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In this paper, I argue that all the existing theories of the firm, i.e., the transaction cost, knowledge-based, and entrepreneurial theories, are insightful yet partial since they only deal with one or another possible situation in which the first ever firm came to exist. In addition, all of them have a common problem of buyer/entrepreneur/firm-centrism because they all ignore the role of employees in the formation of the firm. I argue, since they are complementary to each other, a new, comprehensive and integrative theory of the firm must be able to unify them with a consideration of employees. I propose a relationship-based theory of the firm (R’BT) as such a candidate theory. The R’BT places the employer-employee (or broader, firm-stakeholder) relationships at the centre of its whole theoretical framework and argues that the notion of relationship harmony is fundamental in explaining the nature of the firm.

The starting point of this PhD research is two observations. The first is that people often tend to
discuss a country’s national competitiveness in a general tone, i.e., judging a country to be either
competitive or uncompetitive, rather than making more balanced assessment, and therefore their
opinions often contradict each other. The second observation is that there are many competing
international reports that rank a large number of countries in terms of their national competitiveness.
These reports often provide different rankings for a given country (e.g., China), and therefore the
readers of these reports are often left with a confusing picture. The first observation reflects the
reality that there has been a lack of commonly accepted definition of national competitiveness. The
second reflects the methodological problems of the indexing-and-ranking methods commonly used
by international competitiveness reports...

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This paper argues that the existing four major theories of the firm, i.e., the transaction cost theory, resource-based view, the entrepreneurial theory, and the stakeholder theory, are all insightful yet partial because each of them has a particular focus on the phenomenon of the firm. To better understand the nature and behaviors of the firm, we need a comprehensive yet integrative theory. Toward this end, this paper proposes a relationship-based theory of the firm (R’BT) which claims that it is the relationships between the entrepreneur and other individuals or firms that determine the existence, boundary, internal organization and competitive advantage of the firm.